Employee wellbeing - what would really help?

[paralysedbyinertia]

I'm starting a new job soon, and one of my first priorities will be to address the issue of staff wellbeing, which I understand has suffered over the last year for a range of different reasons.

Obviously, once I get started, I will be consulting staff about what they think would make the biggest difference to their experience of work, but I'm keen to get a headstart on thinking about this if at all possible.

So, I'm really interested to know what workplace initiatives have made a significant difference to your wellbeing at work, and/or what you would like your employer to put in place in order to make your work life easier and more enjoyable.

I will have the power to make significant changes to working practices, but not much financial resource to play with, if that makes any difference to your answers!

Thank you in advance for your suggestions!

Clear guidelines on prioritising tasks, there is nothing worse than be asked to do something which is high priority then being told to stop that task because something else is more important.
Have a clear idea of what each staff member is doing.
I work in a very small team and we have been one member short for over 12 months, we talk very morning about the way forward that day.
Listen to your staff as they have been doing the job a lot longer.
Communication

Manage staff, ensure there’s fairness. Communicate well, don’t let changes be found out about via gossip.

Make sure that all employees know that bullying will be dealt with, even if it’s someone good at their job that’s the culprit.

@RaskolnikovsGarret

Actions not words.

So many organisations over the last year have spoken a lot about MH, BLM etc. Well-meaning events and discussions.

But very little is actually done to change anything. When I help out at assesment events to recruit people from the Black community or through social mobility initiatives, I am often the only manager there. Where are the other managers and senior leadership team members? I can’t change things by myself.

So please mean what you say. And make sure all your management engage in taking tangible steps to support any organisational objectives. Otherwise people rightly become cynical.

Please don't apologise for repeating the point, @RaskolnikovsGarret. It's a point that bears repeating, and I hear you. I have also worked in environments where people pay lip service to this stuff without really meaning it, and I completely get why people become cynical. The fact is, I do really care. I just have to find a way of making sure that this is reflected in my decision-making.

The basics need to be good before you try adding any wellbeing initiatives. I've seen so many companies with unrealistic workloads, poor pay and benefits, poor management etc that try to cheer everyone up with a little thing like buying people a cake on their birthday, and wonder why it falls flat and people aren't grateful. You can't gild a turd, to be blunt.

Fair pay structures, decent policies around things like emergency/bereavement leave, paid sick pay, benefits if available should be available to all (possibly after a qualifying period) so eg. company sick pay rather than SSP at all levels not just managers and 'important' people, equal access to training and development, all key things in employee wellbeing at a basic level. I know companies who pay most people minimum wage then have a 'wellbeing' debt counselling line, not helpful, pay people enough that they aren't in debt.

If the basics are ok, good cheap things are:

• an employee forum so they can be informed about what's happening/be consulted/make suggestions/be involved in developing new polices etc. Only if they will be genuinely listened to and involved.
• CAB run workplace days where people approaching retirement can get confidential advice on finances/pensions (called Pensionwise, it's not independent financial advice but a more general review to help people plan)

• Long service awards
• Decent quality tea/coffee and nice cups/somewhere to sit and relax during breaks/eating lunch. Cafe style rather than a grim corner of the kitchen, can be done ok on a smaller budget. Pub style tables in any outside space so people can eat lunch outdoors. Smokers shelter.
• Training mental health allies/champions.
• Staff networks - volunteer chairs being given some time to run groups for example disability network, BME network, LLGBT network, carers network, for advice and support and to have input into policies, managers' training, and consulted on facilities and resources.

@Foofbrush

I'm trying to articulate this, and probably won't do so very well...

My organisation has frequent initiatives about well-being, mental health etc, but at the same time, there aren't enough staff to cover the annual leave that we are now starting to be able to take, when we haven't been able to during the pandemic. Also, my pay isn't great, my family live far away, I'm avoiding meeting friends to protect them, due to the environment I work in.

The endless messages about this helpline, that webcast, let's all get talking, says to me, "If your mental health is poor, you'd better hurry up and fix it, we've provided all these resources so you've got no excuse".

I know I'm damning the company for taking action, but I end up feeling guilty for not having the mental resources to work on my long-term mental health, I'm just getting through day to day right now. I wish they would just acknowledge that getting involved with any programme or initiative might simply be too much right now.

Thank you, that's a helpful insight.The last thing we want to do is give people yet another thing to feel shit about.

Make sure you have a good measurement system. Do a survey when you start with a few basic questions in it and repeat each year, then you can see if you've made an impact with your changes.

If things improve, you can say it was your initiatives. If it gets worse blame some external factor

Once you have your answers set up a focus group of a small number of employees to get their ideas to focus on the areas you aren't doing so well. Communicate what you are doing at each stage.

Thank you. Note the point around communication, though it's always a challenge to try and balance good communication against not overloading people with meetings, emails etc.

Totally get the point about having the basics in place before adding on the nice-to-haves, @Hollyhocksarenotmessy. Manageable workloads and fair pay are really important. I don't yet know the extent to which these are issues at present, but obviously, it's something to think about. Your other suggestions are helpful, I like the idea of the employee forum.

Interesting point about workplace bullying. I don't think we have any at the moment (touch wood!!). We do have a set of agreements about how we work with each other, and although you rarely or never hear people referring to them, I think they had a good effect AND would give you something to point at if you wanted to pull a bully up on their behaviour. These agreements were developed in consultation with the staff so hopefully feel co-owned not imposed.

Thank you @SouthOfFrance. A good measurement system is a really helpful idea. I like the idea of focus groups to address any issues that are highlighted, too.

Instead of lip service Mental Health support crap that my NHS Trust keeps spouting on about... which involves "talking" therapy and being self aware when your "bucket" is too full....and to take time in the day to close one's eyes and take "deep relaxating breaths"....

Actually DO something about the issues that are causing the staff stress in the first place!!.

If us nurses say the patient to nurse ratio is dangerous, do something about it and don't give me a fecking leaflet about managing stress.

If we say the place is like a fucking oven and is making us feel ill, don't give sympathetic nods as you sit on your arse in an air conditioned room - make phonecalls to get it sorted as us mere minions don't have any "pull" on estates.

And PLEASE do not give me a fucking badge for Nurses day to "thank me" for my hard work... what I'd like is having my rota more then 2 weeks ahead so l can actually practice that "work life " balance that is the NHS buzz word currently

@chillied

Interesting point about workplace bullying. I don't think we have any at the moment (touch wood!!). We do have a set of agreements about how we work with each other, and although you rarely or never hear people referring to them, I think they had a good effect AND would give you something to point at if you wanted to pull a bully up on their behaviour. These agreements were developed in consultation with the staff so hopefully feel co-owned not imposed.

Thank you @chillied, I like that idea. Food for thought.

@nocoolnamesleft

Enough staff to do the job properly. Absolutely minimise wanky mandatory training. Enough staff to do the job properly. No bullying. Enough staff to do the job properly. Not moving the goal posts every 5 minutes. Enough staff to do the job properly. Ban sending emails to the whole organisation with "apologies if this does not concern you" - the person sending it needs to work out who needs to receive it, and not waste everyone else's time. Enough staff to do the job properly. IT that actually works. Enough staff to do the job properly.

NHS?

@paralysedbyinertia

I work for the nhs and our senior management are obsessed by this agile working concept. I manage 15 people and the senior management have some very bizarrre ideas

Pre covid my main team of 10-11 people sat in one office and then the 4 other seniors were in another room with me

During covid we all had to be on Rotas and so only half of us were in at any one time which has continued and now this is apparently going to be a permanent fixture which will be a nightmare getting the team to work together and some people especially people who live alone and we've had lockdown or people with young kids have found it very difficult.

So as there's only half of us in at any one time we're loosing our smaller room and the main room we have - we're getting a smaller one with 8 desks in so only half the team can be in at any one time.

No consultation we've just been told that's what is going to happen!!!

Rule 1 - always speak to staff about hope changes will affect them

@Muchmorethan

Instead of lip service Mental Health support crap that my NHS Trust keeps spouting on about... which involves "talking" therapy and being self aware when your "bucket" is too full....and to take time in the day to close one's eyes and take "deep relaxating breaths"....

Actually DO something about the issues that are causing the staff stress in the first place!!.

If us nurses say the patient to nurse ratio is dangerous, do something about it and don't give me a fecking leaflet about managing stress.

If we say the place is like a fucking oven and is making us feel ill, don't give sympathetic nods as you sit on your arse in an air conditioned room - make phonecalls to get it sorted as us mere minions don't have any "pull" on estates.

And PLEASE do not give me a fucking badge for Nurses day to "thank me" for my hard work... what I'd like is having my rota more then 2 weeks ahead so l can actually practice that "work life " balance that is the NHS buzz word currently

I hear you. Obviously, I will do my utmost to fix any issues that are actually causing stress, but the reality is that there might not be sufficient resource to do so quickly. It's a tough one, as I completely get what you're saying, and it isn't unreasonable.

@nocoolnamesleft

Enough staff to do the job properly. Absolutely minimise wanky mandatory training. Enough staff to do the job properly. No bullying. Enough staff to do the job properly. Not moving the goal posts every 5 minutes. Enough staff to do the job properly. Ban sending emails to the whole organisation with "apologies if this does not concern you" - the person sending it needs to work out who needs to receive it, and not waste everyone else's time. Enough staff to do the job properly. IT that actually works. Enough staff to do the job properly.

^ What nocoolnamesleft said. (Public sector by any chance?! )

Rule 1 - always speak to staff about hope changes will affect them

Noted and agreed.

So, picking up on the suggestion of an annual survey or similar to measure staff wellbeing, what questions would you include in that? Obviously, it would have to be anonymous to encourage honest responses.

Questions about workload? Work life balance? Opportunities for professional development? Experience of bullying? Equality and diversity? Feeling listened to? Being consulted on change? What else?

Would you resent filling in a survey like this? Would you be cynical about it, or see it as a waste of time? Would you be honest, or would you worry about your answers being traced back to you?

A decent policy on meeting times! My company seems to think that because most people are WFH that means meetings can start earlier and finish later because nobody is travelling. It’s not unusual to get a call drop into the diary for 7.45am these days. Lunch break, no forget that. Calls from 12 until 2 happen at least twice a week.

Oh and a decent and relevant appraisal system. We have exactly the same system no matter what your grade, job title and length of service and it just doesn’t work. I actually find it demoralising rather than motivating, feels like a case of this is our box now bloody get in it.

@Iheartmysmart

A decent policy on meeting times! My company seems to think that because most people are WFH that means meetings can start earlier and finish later because nobody is travelling. It’s not unusual to get a call drop into the diary for 7.45am these days. Lunch break, no forget that. Calls from 12 until 2 happen at least twice a week.

Oh and a decent and relevant appraisal system. We have exactly the same system no matter what your grade, job title and length of service and it just doesn’t work. I actually find it demoralising rather than motivating, feels like a case of this is our box now bloody get in it.

Thanks for these suggestions. Note the point about meetings.

The thing about the appraisal system is interesting. Can you tell me a bit more about why the single system doesn't work for everyone?

Ensure that staff take their rest/dinner/lunch breaks, and that they are taken away from their working area/computer screen ect.

Flexible start/finishing times.

Sickness reporting policy that gives the option of a text message/email to be left by the employee (some companies stipulate that their employees telephone to notify of sickness. This can trigger anxiety ect in some people).

Designated area to take breaks/eat lunch/dinner that has a sink and a fridge to store employees dinner/lunch (kettle and a microwave if the business allows this).

Treat employees as adults and individuals (not sure what you can do to implement this, but I think it’s more about not micromanaging staff, and making them feel valued). A previous manager of mine used to thank her staff for their help/support on a daily basis and recognised any challenges experienced that day, which made me feel valued and also made me feel I could approach her with any issues.

The managers/staff that moan all day, just being everyone down, so some kind of no moaning policy (not sure again how that would work) could help elevate mood in the workplace.

I've recently started a new job that I hate and want to leave. The main problems are:-
Boss hasn't once come to see how I'm settling in other than standard small talk
Expectation to do overtime with very short notice
Fast changing so things have to be cancelled with little discussion re staff capacity or workloads - end up feeling like a body rather than values for skills and strengths
No feedback given so I've no idea if I'm making a good impression
Communication is poor- meetings there is an expectation all attend but then very little opportunity to contribute and dominated by management

I’m NHS and am sick to death of well-being initiatives. We can’t actually go to any of them because we have no staff!! So they obviously exist for people who aren’t under stress and have time in their working day. (And obviously invented by the same people)

Workplace morale is the lowest I have ever seen right now. Rock bottom.

IT fails frequently
Procurement is a bureaucratic form ridden time consuming effort to buy staples.
Space...we fight over space, clinics space, office space, theatre space.
Monitoring...spreadsheets demonstrating performance which take longer than they should
I have more meetings this week than time. Each meeting is someone who wants oversight of what I’m doing from different angles. (Commissioner, finance director, inequalities lead, divisional director). This is in the time when I should be ‘managing’ the service. The rest of the time I’m delivering the service. So the meetings will want reports which I haven’t got time to produce because I’m in meetings... obviously I could manage time enter and cancel patients so that I can produce the reports ?

Give me what I need to do the job...pens, IT...oh and enough staff...
Stop peering over my shoulder

Love the idea of a no moaning policy!

I'm also nhs and agree that things in our trust that have been set up for wellbeing I would never have time to attend and are just irritating to see as I know it's staff that must be very quiet that are able to attend and probably therefore not the ones run ragged who really need it

Flexible working policy that actually reduces workload for those on 0.8 or 0.6 instead of paying less for an extremely overworked person doing the same job.